Strategic proposal Assignment Available

Strategic proposal

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Assessment Task 2: Strategic proposal
Based on your business analysis review and report, develop a strategic proposal that recommends possible changes that the organisation should consider in the future. It will include a small project plan outlining key elements to move forward. Approximately 1200 words.

SAMPLE ANSWER

Abstract

Just like the existing organizations, BlackBerry Limited also faced arbitrary changes in its reign. At one point, the company experienced a maximum level of performance, but later dropped as other advanced and more innovative technology companies emerged. There is a developing need for the business to improve its products continually and compete in the world of technological advancements. This action is doable through the implementation of projects and taking initiatives. Hence, a mini project plan is proposed by the company to attract the approval of stakeholders in accepting changes in the company’s strategy.

Keywords: BlackBerry Limited, changes, mini project plan, stakeholders

A Strategic Proposal for Blackberry Limited

Outline Purpose

This proposal is primarily intended to voice out helpful strategies to senior management of BlackBerry Limited. This paper will further elucidate the steps and requirements for each strategy, as well as propose a mini project plan. Moreover, this article will inculcate the vision of BlackBerry Limited in the pursuit of this proposal.

Introduction/Background

Organizational change and adaptation are needed for organizations to remain competitive (Balogun & Hope Hailey, 2008) in the business world. However, management and understanding of change are one of the most challenging aspects affecting many firms today (Tiplic, 2008). Some accept change while others resist it. Similarly, BlackBerry prospered once but later fell. The company exerted effort to surprise the public when it released its new model. Projects or initiatives are examples of organizational change (Fountain, n.d.). BlackBerry must revitalize itself by improving its project, designs, marketing, and implementation. Accepting this change is vital as it will enable the Company to thrive in the competitive world. Resistance, on the other hand, is a form of dissent (Giangreco & Peccei, 2005) and slows down or terminates change efforts (Lines, 2004). It is proposed to the senior management to allow change in BlackBerry Limited s this will enable it achieve a competitive edge in the world of technology. Grand Vision

BlackBerry envisions to bring unmatched productivity and security services to all mobile devices with BlackBerry experience (BlackBerry, 2015). Moreover, it aims at giving users an unprecedented ability to work impeccably and securely across any instrument. As what CEO John Chen said, current and former BlackBerry users demand flexibility and compromise from their devices, matching it with their lifestyle (BlackBerry, 2015). Addressing these needs mainly include a transformation of the company’s workforce and partnerships. This proposal thus purports change by considering four major strategies.

Key Steps/Phases/Resources/Timelines

Strategy	Steps	Phases	Resources	Timeline
Training	Initiating training for all employees	Updating knowledge and skills of employees through training programs; application of training knowledge through demos or mini projects	HR, training materials	1 -2 weeks, twice-thrice a year
Recruitment	Recruiting efficient employees	Selecting and hiring employees with organization- and work-fit qualifications	HR, selection materials (psychological tests, etc.)	2-3 months
Outsourcing	Hiring contingent workforce	Hiring temporary, freelance or contract workers whose employment is contingent upon demand for their services	External and internal sources	2-3 months, or twice-thrice a year
Strategic Partnerships	Forming cooperative agreement with other companies	Signing cooperative agreements	External sources, communication letters	Two years (depending on contract)
Opening Innovation	Open-up search for innovative ideas, allowing innovations to transfer easily	Introducing innovation and incorporating changes to new products in the company	Publicity materials; technical staff	monthly

Table 1. Strategic Plan

Managing the Change

BlackBerry will take initiate operations strategically so as not to disrupt the ongoing climate in the company. Recruitment of new employees may result in giving old employees a notion of layoffs. Thus, the company will inform staff beforehand about changes. This step will engender support and commitment needed.

Mini Project Plan for Incorporating Changes in BlackBerry Limited

6.1 Purpose/Objective

This project plan pursues the following:

To enhance employee competitiveness through strategies such as training, recruitment, outsourcing, strategic partnership, and open innovation.
To improve productivity and demand for BlackBerry devices through the company’s innovative advantage.

6.2 Strategy to Manage the Change

For the change to occur, there are necessary concept shifts that are needed. People will have to think differently to pursue the goals of the project or BlackBerry in general.

6.2.1 Engagement. Accepting change in an organization is tough for employees. Managers should know the importance of readiness in embarking change (Mutihac, 2010). Mutihac also mentioned the importance of developing a proper, organized, and organization-wide system of internal communication to enable implementation and practice of change. Communication is an essential measure in engaging staff and stakeholders since it enables visibility of success.

6.2.2 Communication. The most efficient way to reach stakeholders is through personal communication (e.g. through scheduled business meetings). The proposal will be presented and openly discussed. It is also necessary to open up partnership projects to gain the interest and commitment of stakeholders.

6.2.3 Resistance. Potential barriers are deemed unavoidable, and there are still possibilities that the stakeholders will resist the project.

Cognitive Resistance and Behavioral Resistance. Mutihac (2010) believes that others perceive change as difficult because of the need to learn new tasks, programs, routines, and even unlearn what was viewed previously as normal. The company can address this form of resistance by communicating effectively to stakeholders the goals of the project, as well as by assuring them that they will do the project hand in hand.

6.3 Stakeholders

Since there will be changes in the company’s structure and processes, there will also be variations in the contracts. BlackBerry will make arrangements to align changes to existing agreements. Otherwise, stakeholders might terminate the relationship with the company. Stakeholders are necessary since their shares and connections are of great assistance to while still undergoing changes.

6.4 Estimated Resources Required

Different materials and resources will be utilized in the conduct of the project. Training materials are needed such as brochures, additional programs, and technological facilities. Psychological tests are also necessary as well as communication letters and publicity materials. These mentioned needs will be communicated to the senior management through a communication letter and a board meeting.

6.5 Specific Activities that needs to be Carried Out

The management will give incentives to down line management teams who complied to changes in the company. BlackBerry Limited may also reward employees by giving them a vacation leave or whichever is rewarding for them. After all, everyone is part of the project’s success. On the part of the stakeholders, BlackBerry Limited may reward them by proposing additional project plans or enriching alliances with other companies.

6.6 Impact, Risks, and Contingencies

Risks associated with the engagement in the project includes the possibility of employees to backfire because of resistance to change. Moreover, there is also a risk regarding the communication. Stakeholders may have strong convictions and reject the project proposal despite its feasibility and the persuasion of BlackBerry Limited.

Sign off/Approval

This proposal entitled “Mini Project Plan for Incorporating Changes in BlackBerry Limited,” submitted by ___________________________ (name and position) of __________________ (organization/department), on the ___the day of _______ (month), is hereby accepted and granted approval to proceed.

Approved by:

____________________________________

Management Teacher

Summary

Needless to say, despite the arbitrary challenges that BlackBerry Limited faced, it can still claim back its title as the global leader in mobile communications (BlackBerry, 2015). This plan will only be possible if the company will allow itself to accept changes and take initiatives in the world of innovative technology. Although there are risks associated with such acceptance, still, the benefits outweigh its costs. Moreover, a mini project is necessary to test such claim. Thus, the researcher suggests a proposal for incorporating changes in BlackBerry Limited. Upon approval of the plan is the authorization to proceed.

References

Balogun, J. & Hope Hailey, V. (2008). Exploring strategic change. Harlow, England: FT Prentice Hall Financial Times.

BlackBerry. (2015). BlackBerry. (2015). ‘BlackBerry outlines vision to bring unmatched productivity and security software and services to all mobile devices with blackBerry experience.’ Retrieved from http://press.blackberry.com/en/press/2015/blackberry-outlines-vision-to-bring-unmatched-productivity-and-s.html

Fountain, J. E. (n.d.). ‘Challenges to Organizational Change: Facilitating and Inhibiting Information-Based Redesign of Public Organizations.’ National Center for Digital Government Kennedy School of Government / Harvard University

Giangreco, A., & Peccei, R. (2005). ‘The nature and antecedents of middle manager resistance to change: evidence from an Italian context.’ International Journal of Human Resource Management, 16(10), 1812-29.

Lines, R. (2004). ‘Influence of participation in strategic change: resistance, organizational commitment, and change goal achievement.’ Journal of Change Management, 4(3), 193-215.

Mutihac, R. (2010). ‘Managing resistance and the use of internal communication in organizations undergoing change.’ Aarhus School of Business.

Robbins, S., & Coulter, M. (2012). Management. New Jersey: Prentice Hall.

Tiplic, D. (2008). Managing organizational change during institutional upheaval. Oslo: BI,

Norwegian School of Management, Dept. of Leadership and Organizational Management.

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Business analysis review and report

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CLIENT IS FROM AUSTRALIA
About HR assessment

task 1,2 and 3 in (1249) are based on blockbuster..and 1510 is different

example : Assessment Task 1: Business analysis review and report
Conduct an analysis of business strategy, framework and performance, as well as an analysis of industry/market conditions, using appropriate templates/tables and compile a report of approximately 1200 words

SAMPLE ANSWER

Abstract

Initially known as Research in Motion, BlackBerry Limited surprised the technology industry with its innovative and advanced technology. The BlackBerry wireless email solution became very popular to people, especially to business people. The company was an enormous giant in innovating devices that are businessmen-friendly. However, with the birth of iPhones and Androids, BlackBerry Limited slowly exited the industry and silently sit on the sidelines. What used to be on top, now seemed to be slowing down in the world of technological competence. Business competition in today’s corporate world is very high. Big and small business firms should continue to modify and improve their products to compete with the innovative products launched differently by several corporations. Thus, BlackBerry might want to opt to change its strategy. The risk may be high, but the results outweigh the efforts.

Keywords: Blackberry, business competition, technology industry.

Looking into a Technological Giant: A Business Analysis Review and Report of Blackberry

Introduction

Blackberry Limited initially started as Research in Motion (RIM). It is a Canadian telecommunications and wireless equipment company founded by Mike Lazaridis. Lazaridis is an engineering student from University of Waterloo, who founded the company in 1984. He was just twenty-three years old at that time when he created RIM. Another engineering student from the University of Windsor, Douglas Fregin, co-founded the company. RIM has its roots as an electronic and computer science consulting company. In 1988 the company became the first wireless data developer in America. It was also the first ever company, outside Scandinavia, to evolve connectivity products for Mobitex wireless packet-switched data communications network.

RIM became famous for introducing innovative technologies such as the DigiSync™, Film Keykode™ Reader, the first Mobitex protocol converter, and the BlackBerry wireless email solution. The BlackBerry wireless email solution became very popular to people, especially to business people. The device allows workers to send and receive e-mails while away from the office. As what authors describe it, BlackBerry became the indispensable accessory of business executives, heads of states, and Hollywood celebrities (Gillette, Brady, & Winter, 2013). However, BlackBerry’s fame wavered when iPhone and Android came to the picture. The global economic condition affects all kinds of businesses (McQuerrey, 2016).

The upsurge in the economy proffers new business prospects for small operations. On the other hand, a declining economy can have a lasting impact on the firm. In a robust and better economy, businesses prosper, people have a high income, and low unemployment; on the other hand, a sluggish economy poses many challenges to investors. Shareholders may suffer from profit losses which will urge the company to cut their workforce. Furthermore, the high competition in the business world is prevalent. Companies gain an advantage against the world’s biggest competitor because of pressure. It pushes companies to improve their products and be continually competitive. It is in this light that the analysis of Blackberry was created.

Blackberry Company Analysis

The BlackBerry Limited (BlackBerry) is a supplier of mobile communications devices. The company is engaged in providing BlackBerry wireless solution that includes smartphones, software, and services. The core areas of the company are on Enterprise Services, Messaging, Devices business and BlackBerry Technology Solutions (“Company Profile”, 2016). BlackBerry Limited is considered a global leader in mobile communication. The company continues to inspire its customers by producing innovative products which the market will surely patronize. The company operates across continents such as North America, Asia-Pacific, Europe and Latin America. There are 20 executives and directors of Blackberry under the leadership of John Chen, Executive Chairman of the Board and Chief Executive Officer. (“About BlackBerry”, n.d.).

Due to high competition and economic recession, the company incurred a negative growth in sales. Thus, it experienced a loss of its profits. In the year 2013, the company laid off thousands of its employees and sold the company to about US $4.7 billion (“BlackBerry timeline: A look back at the tech company’s history”, 2013). The company which is considered a technology giant, slowly shrink its stakes in the global smartphone market share by 3 percent. In the last few years, the company continues to have a negative growth (Sturgeon, 2013).

Engineers and technicians are brainstorming about new technologies to incorporate into blackberry phones. With its new Blackberry 10 (BB 10) launched in 2013, the company is positive to increase its sales. The new product has an innovative design, and its system has multimedia, applications, and touchscreen features. This product is said to be a crucial determinant to the long-term sustainability of the company (Radio-Canada, 2013). BlackBerry 10 sees the implementation of a whole new user interface, doing away with the conventional BB system that people are used to in favor of something that resembles the likes of Androids and iOS (McCann, 2013).

Industry Analysis

In doing an industry analysis of BlackBerry Limited, it is essential to look into the company’s political environment, economic advantage, social relations, technological advancement, legal policy6, and environmental (PESTLE) contexts. PESTLE enables one to assess the risks that they are facing, and seeing what impacts do current factors have (PESTLE Analysis: Strategy Skills, 2013). Moreover, PESTLE is used to examine the many factors in the macro-environment that may affect the decision of the managers in organizations (PESTEL Analysis of the Macro-environment, 2011).

The nature of Blackberry business is risky because of the rapidly changing technology. Now and then there are new innovative product lines that are readily available in the market. Competition is very high among its industries. Among its competitors who are also familiar with the market include LG Electronics Mobile Communications Company, Apple Inc., Microsoft Corporation, Google, Lenovo Group Ltd., Huawei Technologies Co., HTC Corporation, ZTE Corporation, and Nokia. Other competitors are Xiaomi Inc., IBM, SAP AG, Citrix, VMware, Inc., Mobile Iron, Inc., Good Technology Corporation, Green Hills Software, Intel Corporation, Mentor Graphics Corporation, and Sysgo AG. Some internet media are also in the competition such as Facebook, WeChat, Viber, Kik, Kakao Talk, Telegram, Snapchat, Cumulocity, Exosite, IBM, and MontaVista Software.

With the presence of its equally technologically advanced competitors, standing in the communication technology industry is a challenge to BlackBerry Limited. The company should create one of a kind innovative product which is more advanced compared to others. Its marketing strategies should also be strengthened.

Looking at the situation of BlackBerry Limited in the competitive world of technology, it can be said that the company has a failing technological strategy. Apple and Android have already taken BlackBerry from the limelight. The two companies are now ruling the gadget world. This condition is primary because of the rapid pace of technology; BlackBerry Limited was not able to hop on the train of innovation faster than the other companies. The company never saw it coming that what was once impossible may be a common trend at some time. Below is a table of the growth rate of BlackBerry Limited in comparison to industry and sector.

	Company	Industry	Sector
Sales (MRQ) vs Qtr. 1 Yr. Ago	-29.70	6.37	13.66
Sales (TTM) vs TTM 1 Yr. Ago	-35.23	3.74	12.06
Sales – 5 Yr. Growth Rate	-35.87	15.04	11.18
EPS (MRQ) vs Qtr. 1 Yr. Ago	-956.68	45.89	32.42
EPS (TTM) vs TTM 1 Yr. Ago	23.87	—	—
EPS – 5 Yr. Growth Rate	—	39.16	14.52
Capital Spending – 5 Yr. Growth Rate	-42.31	-2.30	9.91

Table 1. Blackberry growth rate in comparison to industry and sector

It is shown in the table above that the company recorded a negative growth rate in sales by 35.87 percent during the last five years. These results mean that the firm is losing profits. Regarding growth rate in capital spending the company also incurred a negative growth of 42.31 percent. The situation is alarming. If the condition continues, the company will have to lay off more employees in the future.

SWOT, Gap, and Cost-Benefit Analysis:

SWOT analysis is a device that aids business personnel to assess the strengths, weaknesses, opportunities, and threats involved in any business enterprises (Ommani, 2011). Moreover, SWOT can help us gain insights into the past and think of possible solutions to existing or potential problems for an existing business or for an existing venture (USDA as cited in Ommani, 2011). To better understand the situation of BlackBerry Ltd, it is also necessary to look into its strengths, weaknesses, opportunities, and threats, coupled with the gap and cost-benefit analysis.

SWOT Analysis

Strength

· Adequate assets and equipment

· Skilled and enough human resource

· Excellent marketing strategies

Weaknesses

· Financial Capability

· Employee Turnover

Opportunities

· Billions of customers

· Development of new and high-tech communication products that could compete globally

Threats

· High competition

Table 2. SWOT Analysis

As we can see in the diagram, BlackBerry is on the edge when it comes to its resources such as the equipment, assets, and human resource. Moreover, the company has an excellent marketing strategy. Just last year 2010, the company hired a new CEO, who is a Hong Kong -born British-American business person and an electrical engineer. This new CEO is none other than John Chen, known for his many achievements and for turning around failing companies. The said CEO pushes hardware profitability as the next big thing in BlackBerry Ltd and as an answer to the threats that the firm is facing. Furthermore, the company sees opportunity in developing new and high-tech communication products that could compete globally with other international corporations.

High competition is seen as one of the threats to the company, but despite this, BlackBerry Limited sees opportunities in the near future. As what the CEO of the business stated (in an interview) last June 2015, the company’s smartphone unit will turn profitable in the short term (Rathinavel, 2015). BlackBerry Limited has many customers even before the advent of iPhones and Android, thus innovating will only make the company attract even more billions of customers.

Gap analysis

Based on all the data gathered, it is feasible to say that BlackBerry Limited is indeed a company who had reached its peak at some point in time. The SWOT analysis in the above shows the strengths that the company can muster in the competition field. However, despite the good record of BlackBerry Limited, we cannot deny the gaps in the strategies of the enterprise. One thing is the failure of the company to innovate in time with the fast-paced development of its competing companies. With the advent of iPhone and Android, BlackBerry has lost its fame in the technology market. The problem here may not be the marketing strategy of the company but in the workers.

As a solution to this, the company should hire more reliable and credible workers so as to step back again to the world of technological competition. Moreover, it will be of advantage to the company itself and its employees if they will initiate training. Differentiation by skill, knowledge, and motivation of workforce, takes on increasing importance as organizations strive to compete in the worldwide economy (Aguinis & Kraiger, 2009). Hill and Lent (as cited in Aguinis and Kraiger, 2009) mentioned that training-related changes are believed to improve job-related performance and other positive changes such as the acquisition of new skills.

In addition to this, BlackBerry Limited might also want to consider outsourcing employees or engineers that will help improve the declining status of the company. Outsourcing is said to be a common practice in both private and public organizations (Kremic, Tukel, & Rom, 2006). Kremic, Tukel, and Rom also revealed that most organizations nowadays are perhaps already using outsourcing as a function to perform efficiently. The benefit of outsourcing to the company is the additional knowledge that outsourced employees can offer. Moreover, outsourcing enables the company to learn new insights, improve strategy, and look at things from a different perspective.

Another solution to the challenges that BlackBerry Limited is facing is to initiate partnerships with other big companies. With the work connections that their present CEO has, doing this strategy is plausible. Partnering and making ties with businesses, both local and abroad, will enable BlackBerry Limited to expand its scope of activities, consumers, and resources. Such ties can also be a leeway for BlackBerry Limited to improve their innovative efforts and technological advancement.

Cost-Benefit Analysis

	Solutions/Initiatives	Key Steps to Implement	Cost Benefit (est. cost, expected benefit, time to realize)	Impact (which part of business)
1.	Trainings	Initiating training for all employees	US$ 3,000 Improve knowledge, skills, and abilities of employees, improvement of innovative efforts and technological advancement 1 -2 weeks, twice to thrice a year	Human Resource, Employee production
2.	Recruitment	Recruiting credible and trained employees	US$ 3,000 Increased productivity, efficient and innovative workers. 2-3 months	Labor force, operations
3.	Outsourcing	Hiring employees from outside the organization	US$ 10,000 More insights and innovative ideas, more skilled, additional workforce	Strategic planning
4.	Partnership with other Companies	Making ties with businesses, both local and abroad	US$ 100,000 Business, consumer, and resource expansion, improvement of innovative efforts and technological advancement	Strategic planning, operations

Table 3. Cost-Benefit Analysis

The table above shows the cost benefit analysis of the measures above in addressing the present condition of BlackBerry Limited. Note that training, recruitment, outsourcing, and partnership with other companies are real solutions for the current situation that BlackBerry Limited is encountering. The whole plan will take a more than a hundred thousand US dollars to implement. We can also note that despite the significant sum that improving BlackBerry Limited entails, the benefits still outweigh the costs.

Industry feedback

At the height of Blackberry popularity, there are about 80 million users which include high ramming government officials and celebrities. There have been significant changes and improvements that the company is implementing over the past years. Its sustainability in the industry could be attributed to the continued patronage of its loyal customers. BlackBerry could face its downturn, and the company is not yet out of the market.

Conclusion

BlackBerry is a technology innovative company which is undergoing a rough road since the emergence of iPhones and Android. Its current situation is not healthy based on statistics. If it continues to happen, the company will experience great losses that could lead to layoff in its workforce. The situation is not good for the sector and the industry itself because BlackBerry is a giant company. The company might need to re-engineer their processes and operations and conduct a thorough analysis of its current condition so it could withstand the challenges in the technological industry.

References

About BlackBerry. Ca.blackberry.com. Retrieved 4 June 2016, from http://ca.blackberry.com/company.html

Aguinis, H., & Kraiger, K. (2009). Benefits of Training and Development for Individuals and Teams, Organizations and Society. Annual Review of Psychology.

BlackBerry timeline: A look back at the company history. (2013). Global News. Retrieved 4 June 2016, from http://globalnews.ca/news/860689/blackberry-timeline-a-look-back-at-the-tech-companys-history/

BlackBerry 10 aims to catch up the competition. (2013). Cbc.ca. Retrieved 4 June 2016, from http://www.cbc.ca/news/technology/blackberry-10-aims-to-catch-up-with-competition-1.1371481

Company Profile. (2016). Reuters. Retrieved 4 June 2016, from http://www.reuters.com/finance/stocks/companyProfile?symbol=BB.TO

Gillette, F., Brady, D., & Winter, C. (2013). Retrieved from Bloomberg: http://www.bloomberg.com/news/articles/2013-12-05/the-rise-and-fall-of-blackberry-an-oral-history

History.Bloomberg.com. Retrieved 4 June 2016, from

http://www.bloomberg.com/news/articles/2013-12-05/the-rise-&-fall-of-blackberry-an-oral-history

Kremic, T., Tukel, O., & Rom, W. (2006). ‘Outsourcing decision support: a survey of the benefits, risks, and decision factors.’ Supply Chain Management: An International Journal, 11(6), 467-482.

McCann, J. (2013). Retrieved from Techradar: http://www.techradar.com/reviews/pc-mac/software/operating-systems/blackberry-10-1090522/review

McQuerrey, L. (2016). The Economy’s Effect on Small Businesses. Retrieved from Small Business: http://smallbusiness.chron.com/economys-effects-small-businesses-10269.html

Ommani, A. (2011). Strengths, weaknesses, opportunities and threats (SWOT analysis for farming) system businesses management: Case of wheat farmers of Shadervan District, Shoushtar Towship Iran. African Journal of Business Management, 5(22), 9448-9454.

PESTEL Analysis of the Macro-environment. (2011). In Foundations of Economics. Oxford University Press. PESTLE Analysis: Strategy Skills. (2013). Retrieved from www.free-management-ebooks.com

Radio-Canada. (2013, January 29). BlackBerry 10 aims to catch up with the competition. Retrieved June 6, 2016, from http://www.cbc.ca/news/technology/blackberry-10-aims-to-catch-up-with-competition-1.1371481

Rathinavel, P. (2015). BlackBerry CEO John Chen Says Hardware Unit will Make Money Again. International Business Times. Retrieved from International Business Times.

Sturgeon, J. (2013). ‘BlackBerry cuts a third of workforce; faces a billion-dollar loss.’ Global

News. Retrieved 4 June 2016, from http://globalnews.ca/news/854194/blackberry-to-cut-4500-jobs-expects-major-q2-loss/

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Toys R Us Case Study Assignment Paper

Toys R Us

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Assignment Objective: #2 Evaluate Toys R US internal and external environment and competitive position. #3 Compare and contrast competitive strategies. #4 Evaluate global strategies and strategies for diversified companies. #5 Assess the organizational components that impact strategy implementation. #6 Evaluate the roles of ethics, social responsibility, and environmental sustainability in strategy implementation.

Assignment Purpose: To learn how to conduct an internal company analyze.

Conduct an internal analysis of Toys R US. Use all of the tools necessary to conduct a thorough evaluation of the internal environment, skills, financial performance, and marketing capabilities in which your firm operates.

SAMPLE ANSWER

Toys R Us

External Environment Toys R US

Political

The varying market dynamics of Toys R US are evaluated using PEST analysis. The political atmosphere of Toys R Us is quite stable and promising. Nonetheless, any variations in government tax policy may affect the firm’s revenues indirectly.

Economic

The economic environment is varying considerably as the US economy has been hit hard by recession. As such, consumer spending is way too low. There’s need to address the need for low priced products that would meet clientele needs.

Social

The social environment of Toys R Us is going through serious changes, especially with regards consumers age groups below 5 years. However, 5-12 children segment keeps on shrinking. Ironically, their clients are not being replaced by comparable number of children. Moreover, there has been a societal shift towards educational related activities over leisure, an aspect that has impacted the business (Syed, 2014).

Technological

The technological backdrop of Toys R Us is quite impressive as the company has engineered some of the exceptional innovations. Moreover, its online systems have offered the company a competitive edge.

Internal environment

Strengths

The company has more than 1,500 stores across the world. Toys R Us markets its products through the internet in partnership with Amazon, which increases its client base significantly. Moreover, the company a remarkable distribution network that uses modern logistic structures.

Weaknesses

The firm lacks sustainable competitiveness apart from the brand. In the United States, Toy R Us major market has lost its position to Wal-Mart. Size does not matter, especially when clients can access toys from other retail stores and in some cases at fair price.

Opportunities

The firm collaborates with Amazon, which is important for the two organizations. Amazon is good at online business, develops websites, warehouse products and deliver to clients. Moreover, Toy R Us global presence increase its revenue, because people in emerging economies like China have disposable income and likely to grow in future.

Threats

The company faces intense competition from Target, Wal-Mart and KB toys. Toy R Us also faces challenges with differentiation as such it has to compete based on availability, cost and variety. Another threat is traffic as well as quotas set by the government particularly in China to safeguard manufactures. Therefore with such embargoes, the company is likely to be without toys.

Competitive Position

New Entrants

New entrants in this sector can lead to intense competition. However, Toys R Us has put in place a strategy of product identification. With many years in this industry, new entrants are likely to face challenges in meeting the needs of loyal clients aligned towards the giant Toys R Us.

Substitute Products

With substitute products, the company may face the challenge of low profit margin. Therefore, if Toys R Us competitors come up with a substitute product, it has to be trendy to make a sale.

Bargaining Power of Suppliers

This is an important factor about the attractiveness of the sector since have suppliers are powerful, the will demand for high prices, which minimizes overall profitability. As such, this sector has many suppliers have low bargaining power and retail stores can get products from a different supplier (Syed, 2014).

Bargaining Power of Consumers

Owing to the fact that there a few online clients, the have a higher bargaining power. But Toys R Us has a significant leverage as it merges with toysrus.com to increase its buying influence. Moreover, the company buys products in large quantity, it enjoys huge discount.

Rivalry

Intense competition reduces profit margin because it decreases or increases the cots of operation. In general, more firms in this sector will increase competition. With regards to Toys R Us it faces intense competition from KB toys, Target and Wal-Mart.

Evaluate Global Strategies and Strategies for Diversified Companies

Some of Toy R Us global strategies include collaborating with partners to drive not just innovation but also value and differentiation. It leverages its business partners in United States and in other countries to drive appropriate differentiation as well as leadership while creating appealing shops and in-store brand statement. Another strategy is the development of highly engaged and performing talent. In this areas the company concentrates on assessing organizational structure, create structures that foster talent growth accountability and efficiency (Cautela, Pisano & Pironti, 2014). With respect to diversification, the company launched an online site Toyrus.com, offering a wide range of toys and baby products for children all ages such action figures, arts and crafts, bikes scooters, building blocks, video games among others. Additionally, the site provides exclusives, useful services and regular deals. The firm further diversified globally through their baby category under Babies RUs identified with purple and white Babies R Us logo.

Assess the Organizational Components that Impact Strategy Implementation.

There are various components that affect Toy R Us’s strategy implementation. For instance, in-store and online shopping, therefore the firm adopted initiatives including cleaning existing stores, enhancing in-store execution, faster checkout, all these were done to ensure a client-based business. Another aspect is pricing that greatly affected strategy implementation was pricing, therefore the company enhanced promotion and loyalty initiatives; improve cost perception b creating a suitable pricing approach while ensuring simplification of promotions and use of e-commerce by focusing on online buying (Ahmad, Pesch & Gulati, 2015).

Evaluate the roles of ethics, social responsibility, and environmental sustainability in strategy implementation at Toys R US.

Integrity forms the core of Toys R Us strategic implementation. It is demanded from all employees and other stakeholders in the company’s everyday operations. As a firm that has operation in a variety of different markets globally, it has employees and customers from different cultural backdrops, denomination, demographics and lifestyles- and these differences are highly esteemed. The company embraces open communication and learning from one another, an aspect that strengthens its competence to succeed (Cautela, Pisano & Pironti, 2014).

Toys R Us works to accomplish the safety of the clients or families they serve. In doing so, the company upholds the highest moral and legal specifications, and demands the same from business associates. The company works in conjunction with regulators, manufactures and global establishments to the safety standards rather high. The company’s business operations are anchored on social responsibility that has a global reach. Toys R Us utilizes its resources to impact positively not just on global communities but by enhancing the delight to children large and small. Toys R Us runs a Children’s Fund that offers support to children in the event of disaster. Financial aid amounting to more than $5 million has been given towards disaster response such as tornadoes, Hurricane and floods among others.

References

Syed, T. A. (2014). Product recalls and product-harm crises. Competitiveness Review, 24(3), 190-210. doi: http://dx.doi.org/10.1108/CR-02-2013-0011

Ahmad, S., Pesch, M. J., & Gulati, R. (2015). COST OF QUALITY: LESSONS FROM TOY RECALLS. Journal of International Business Research, 14(2), 1-14. Retrieved from http://search.proquest.com/docview/1750421210?accountid=45049

Cautela, C., Pisano, P., & Pironti, M. (2014). The emergence of new networked business models from technology innovation: An analysis of 3-D printing design enterprises. International Entrepreneurship and Management Journal, 10(3), 487-501. doi: http://dx.doi.org/10.1007/s11365-014-0301-z

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Whole Foods Market Essay Assignment

Whole Foods Market

Order Instructions:

Assignment Objective: #5 Assess the organizational components that impact strategy implementation. #6 Evaluate the roles of ethics, social responsibility, and environmental sustainability in strategy implementation.

Assignment Purpose: To understand company competitive advantages.

Assignment Description:

Week 5 Assessment: Case Study #3, Whole Foods

Conduct a company review of Whole Foods. What are their unique marketing and product positioning strategies?
Explain why they give the company a competitive advantage. Compared to other grocery store chains, Whole Foods is very profitable, why is that?
How does their financial strategy differ from the competition?

SAMPLE ANSWER

Whole Foods Market

Whole Foods Market has been highly competitive and profitable in the United States grocery market for a long time. Its unique positioning and marketing strategy has been outstanding in driving its operations, growth, and competitiveness as shown in this study.

Whole Foods is a grocery store in the United States that deals mainly with perishable organic goods. The company has 433 stores in the US and Canada, which offers grocery, food items, nutritional supplements, body care and lifestyle products (Bells, 2015). For a period of ten years before 2015, the company had been the most profitable and fastest growing grocery store in the US. The company employed an out-of-the-box market mix positioning strategy to ward off stiff competition and make profits. Through product positioning, Whole Foods successfully segregated its products according to customers’ buying capacity. The 365 Everyday Value line offers products at a competitive price to a price-conscious buyer (Smithson, 2015).

Similarly, the Whole Foods Market Brand line is made of premium products, while the Engine 2 Plant Strong is the company’s line for vegetarian and dietary preferences (Smithson, 2015). Whole Foods Market has also been expanding its marketing place in order to reach more customers. The company offers its products through the stores or by delivering to customers who request the products online (Smithson, 2015). This has enabled the store to venture into new markets like the UK and Canada. The promotional market mix strategy used by the company entails advertising, sales promotion, and public relations. The company primarily relies on customer testimonials and word-of-mouth recommendations (Bells, 2015). According to Smithson (2015), the company also does regional and sometimes national advertisement like ‘Value Matters’, where customers are taught importance of value and business relations.

Whole Foods offers its products at a premium price while at the same time ensuring high quality upscale grocery experience (Harrison & John, 2013). Despite the high prices charged way above traditional competitors like Wal-Mart, Costco, and Kroger, the high product quality and unique customer experience keeps them abreast of the competition. Furthermore, the pricing aligns it to its strategy of ‘broad differentiation’ (Smithson, 2015). As compared to its competitors who sell a variety of products, the company has narrowed the customer needs to perishable, premium grocery, giving them a marketing and competitive edge. Johnston and Szabo (2011), posits of how customers feel good to be at the stores just for the ambiance, not the pricing.

Additionally, the financial market strategies of Whole Foods differ significantly with that of Wal-Mart and other industry players. Despite Wal-Mart offering the same grocery prices at rock-bottom-prices, Whole Foods does the opposite (Bells, 2015). The company goes at length in addressing the customer needs by providing quality products, exquisite shopping environment, close customer relations and relying on customers rather than media for advertisement (Harrison, John, 2013 & Bells, 2015). Hansted and Posner add that, the company’s employees are usually involved in charitable activities in the company’s time. The company also uses alternative forms of energy to power its stores; hence saving on costs. This has ensured the company remains profitable and competitive for a long time.

Conclusion

The unique marketing mix and positioning strategy of close customer relation, wide pricing option and quality has enabled profitability of Whole Foods Market for a long time. The strategy worked to drive competitiveness and suitability of its stores.

References

Bells, S. (2015). Introducing Whole Foods: American Organic market. (Updated 18 Nov. 2015). Retrieved from: http://marketrealist.com/2015/11/introducing-whole-foods-americas-organic-food-market/. Market Realist. (Accessed 11/10/2016).

Harrison, J. S., & John, C. H. S. (2013). Foundations in strategic management. Cengage Learning.

Johnston, J., & Szabo, M. (2011). Reflexivity and the Whole Foods Market consumer: the lived experience of shopping for change. Agriculture and Human Values, 28(3), 303-319.

Show, W. H. & Barry, V. (2016). Moral Issues in Business. Cengage learning. 13^th Edition. Pp. 250.

Smithson, N. (2015). Whole Foods Market Marketing Mix (4ps). Panmore Institute.

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Walt Disney Strategic Analysis Assignment

Order Instructions:

Assignment Objective: #1 Compare and contrast frameworks to analyze global business operations. #2 Evaluate an organization’s internal and external environment and competitive position. #3 Compare and contrast competitive strategies.

Assignment Purpose:

Assignment Description: Identify an organization’s opportunities, theaters, strengths and weaknesses.

Walt Disney Company

As unemployment lingers and economic growth slow, people tend to spend discretionary funds on what they need rather than what they want – including entertainment and vacations. Given that, what are Disney’s opportunities and threats, strengths and weaknesses? What are the implications of your findings on strategy development?

SAMPLE ANSWER

Walt Disney Strategic Analysis

From the time it was founded by Walt Disney in 1923, Disney Corporation has remained to be one of the global leaders in entertainment and media industry. The company specializes in a number of market segments including: resorts and parks, studios, Media Networks, consumer products, and Disney Interactive. Its product portfolio consists of books, magazines, television programs, and music and movie recordings (Disney 2016).

To remain relevant and obtain a sustainable growth, Disney Company focuses on cost leadership and differentiation strategies. As a large organization, the company can derive economies of scale and offer products and services at a lower cost compared to competitors. Additionally, products are customized in such a way that they satisfy the targeted market. When a firm can offer quality and differentiated products at lower prices, its market share increases leading to an increase in profits. Rampant changes in macroeconomic environment adversely affect the company’s earnings structure forcing management to develop new strategies (Mas et al. 2012). For instance, a rise in the rate of unemployment and a decline in economic growth cause consumers to spend their income on basic commodities such as food and forgo entertainment and vacations which are the main products offered by Walt Disney. Through the application of Porter’s five models, it is possible to analyze the strengths, weaknesses, opportunities, and threats that are faced by the firm, and how the factors change its strategies for profit sustainability especially during adverse conditions.

Strengths

Highly acclaimed product portfolio

Disney’s products command a high market share that is unbeatable by most of the competitors. Broadcast Television Network, ABC, cable networks such as Disney has a lot of followers and viewers. Moreover, a combination of the company’s network cables generates more than 500 million subscribers thus giving the company a higher competitive edge compared to Fox, and CBS which are some of the firm’s main competitors.

Strong brand reputation

Having been in the industry for more than 90 years, Disney Walt is highly accredited in U.S., and in the international market. Disney Park Resorts, Disney Channel, and a high volume of movies produced by Disney Studios are some of the brands that have a high reputation thus making the company remain atop the competition. According to reports, Disney Walt is considered to be the main producer of entertainment for family viewing, and in 2012, its brands were position 13 in the list of most valuable brands internationally. The brands were valued at more than $27 billion thus creating a name for the company.

Financial strength

To successfully run a business, financial strength is critical. While most firms in the entertainment industry struggle to produce and sell their products due to limitations in finances, Disney Walt is already making net profits of more than $5 billion making it possible to run its operations successfully. As such, the company has managed to acquire some of the firms in the industry that have led to more income generation. Some of the acquired businesses are Pixar Animation Studios, Marvel Entertainment, and Lucas film (Disney 2016).

Diversification and localization of operations

The company offers a variety of products including resorts and movies. Moreover, one of the firm’s primary strategies is localizing a product to fit the tastes of a certain market. For instance, some movies are custom made to attract the Korean or African viewers. As a result of localization and diversification, the firm is rarely affected by adverse conditions making it sustain its growth over time.

Weaknesses

The company highly depends on revenue generated from U.S market, yet it operates globally. By focusing most of its resources on one market, the firm becomes susceptible to changes in that market. It is highly recommendable for the company to increase operations in other nations to reduce market risks.
Disney’s large size makes it difficult to manage operations thus giving room for embezzlement of funds. The company may not be getting its optimal revenue due inability to standardize its operations in all its outlets.

Opportunities

There is a rapid growth in paid TV subscriptions, especially in Asian markets. With the company already commanding a global presence, it is supposed to gain from the growth of paid TV industry.
An opportunity exists for the company to start production in countries that require low production costs. For instance, China is a major market segment that is yet to be exhaustively tapped by Disney and other firms, yet it requires low production cost which translates to higher profits for the company.

Threats

The entertainment industry is characterized by high competition and drastic market changes. With the increase in technology advancement, businesses that are still applying traditional business models are getting challenged by online firms that allow consumers to stream movies thus reducing market share for Disney.
Piracy has intensified due to increase in internet accessibility making it hard for the company to get viewers in their cinemas or get consumers to buy their DVDs.

Implications of the SWOT analysis to strategy development

Disney and other successful firms analyze all the possible strategies and determine their effects on the firm in the form of benefits and costs. Moreover, a strategy should liaise with firms internal and external environmental needs for it to be successful in implementation. Thus, carrying out SWOT analysis is crucial in understanding a firm so that the alternative that generates profits at low costs is adapted (Wayne 2011).

Disney Walt’s success is attributable to its ability to apply cost leadership and differentiation strategies that have seen its strong brands and diverse product portfolio command a high market share in the competitive entertainment industry. By analyzing the internal and external environment of the firm through the use of SWOT model, managers can understand the needs of the firm and come up with strategies that enable it to attain a competitive edge.

References

Mas, B., Madi, B., & Lai, W. (2012). Hybrid Strategy: A new Strategy for Competitive Advantage. International Journal of Business and Management, 20(7). Retrieved from http://www.ccsenet.org/journal/index.php/ijbm/article/viewFile/15016/13816

Wayne, G. (2011). Strategic Planning and SWOT Analysis. Health Administration Press, 7(5). Retrieved from http://www.ache.org/pdf/secure/gifts/Harrison_Chapter5.pdf

Walt Disney, (2016). About. The Walt Disney Company. Retrieved from

https://thewaltdisneycompany.com/

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Scope and Time Management Research Assignment

Scope and Time Management

This assignment consists of two (2) sections: a Work Breakdown Structure (WBS) and a summary document. You must submit the two (2) sections as separate files for the completion of this assignment. Label each file name according to the section of the assignment it is written for.

Overview:
As the IT Project Manager, you have been assigned a project to deploy ten (10) wireless access points in your company’s warehouse and break room within the next ninety (90) days. You are free to make assumptions that satisfy the scope of the project such as training, wiring, consulting efforts, etc.
Your submission will also be graded on the accuracy of your work package assumptions and duration estimates.

Section 1: Work Breakdown Structure (WBS)
Required Format (MS Project File)
Use Microsoft Project or Open Project (.mpp format) to create a WBS in which you:

Create 15 or more decomposed work packages into 4 levels that are assigned to 5 or more main tasks (75 line items).
Ensure the main WBS tasks headings are the 5 PMBOK® process areas.
Create a Work Breakdown Structure Code for each task.
Determine an overall project duration and duration estimates for each of the tasks. The duration is not to exceed 90 days.
Create accurate work package assumptions and duration estimates.
Section 1 of your assignment must follow these formatting requirements:
Microsoft Project or its open source alternative in.mpp format.

Section 2: Summary Document
Required Format (MS Word File)
Use Microsoft Word to write a one (1) page summary in which you:

Summarize how this activity improves the chances of your future IT project being a success.
Use at least one (1) quality resource in this assignment. Note: Wikipedia and similar Websites do not qualify as quality resources.

Section 2 of your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

Identify how project management improves the success of information technology projects.
Explain the relationship of the scope of a project to the work breakdown structure.
Use technology and information resources to research issues in IT project management.
Write clearly and concisely about issues in IT project management using proper writing mechanics and technical style conventions.

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Biological and Learning Psychology

Biological and Learning Psychology Order Instructions: This assignment mainly is based on the Adelaide Zoo in South Australia.

The Animal I have chosen is SUMARTRAN TIGERS.

So please use only one of these titles.
The Effectiveness of food-based enrichment on Sumatran tigers (Panthera tigris) at Adelaide Zoo

Behavior and enclosure usage of the male Sumatran tiger (Panthera tigris sumatrae) at the Adelaide Zoo

if you have a better idea to change the title to something better regarding the Tiger, let me know, I am open to ideas.

Study design proposal.
900 words.
APA referencing – I will attach a guide on how to do APA referencing Australian version.
Fill in the answer, do not add a front page or anything else, Just follow what the lecturer wants from us.
I have attached further information on how to conduct this study proposal in the attachments, please read carefully.

Biological and Learning Psychology Sample Answer

BIOLOGICAL AND LEARNING PSYCHOLOGY (BEHL 2012)

STUDY DESIGN PROPOSAL: ASSIGNMENT 1 (2016)

PROFORMA

STUDENT’S NAME:

MARKER’S NAME:

Please type your answers straight into this Word document.

TITLE (1 MARK):

The Effectiveness of food-based enrichment on Sumatran tigers (Panthera tigris) at Adelaide Zoo

AIM OF THE STUDY

The aim of the present study is to explore the effectiveness of the food-based enrichment on the behavior of Sumatran tigers. This study will further determine whether abnormal behavior or stereotypical behavior will decrease and more adaptive behavior will increase. Moreover, if effective enrichment is present then this may encourage greater utilization of all areas of the enclosure.

BACKGROUND (4 MARKS):

Humans keep various wild animals in the captivity for the purpose of research, education, conservation, and recreation, due to which abnormal or stereotypical behaviors may develop among the animals. If human-made environment does not allow them to carry out their natural behaviors like predation, climbing, swimming and stalking they tend to display more stereotypical behaviors. Generally, zoo and other captive environments, due to negative public reaction and spatial constraints, do not do not let them carry out natural behavior. Tigers (Panthera tigris) present more difficult case as in the wild, they have natural behaviors of predatory hunting and they also have large home ranges which are quite difficult to provide in the captivity (Pitsko, 2003). Therefore, the present study will aim to provide the zoos with understanding and knowledge of how to improve the tiger’s natural habitat routine even in the captivity and this may eventually prevent the extinction of the Sumatran tigers.

Environmental enrichment is the common practice for addressing the stereotype behavior among the animal in captivity. Just like many other big cats, Sumatran tigers (Panthera tigris) are also renowned due to the stereotypic pacing, still, there is quite little is known about the enrichment of this species. Wild tiger generally spent a great time in the feeding, hunting, and other territorial behaviors. Recent researches are focused on the technique and devices which stimulate these behaviors. It has been found that the altered feeding routine, novel feeding items, variety of food display, olfactory stimulations, novel scents are of great success (Szokalski, Litchfield, & Foster, 2012a). Furthermore, human-tiger interaction is greatly ignored in the literature (Szokalski, Litchfield, and Foster, 2012b). As there are more tigers exist in the captivity as compared to in wild, it is quite important that our understanding of the tiger enrichment approach is expanded.

Describe enrichment for captive animals and why zoo-housed animals need enrichment (2 marks)

Environmental enrichment is an effective and simple means for improving the welfare of any animal species. It remained an as popular area of the research and attracted concerns and attention of many animal keepers all over the world. The phenomenon of environmental enrichment has been conceptualized in various ways but the general definition is related to providing options in the environment and adds different sensory stimuli in order to increase the behavioral opportunities for the well-being and benefit of the animals. (de Azevedo et al. 2013)

Zoo housed animals require enrichment because their surrounding environment is quite different from their natural habitat. They are kept in captivity, with restricted space available for them to exhibit their natural behaviors which lead to the stereotypic behaviors among them. Sometimes, few endangered species are also kept in the zoo and in order to prevent and unusual behavior among endangered species (Pitsko, 2003), such as Sumatran tigers (Panthera tigris) and to ensure their well-being.

Provide brief details about your chosen species in the ‘wild’. What is its natural habitat? Is it endangered? Is it a social or semi-solitary species? (2 marks)

The species chosen for this study is the Sumatran tigers (Panthera tigris), it usually inhibits the Indonesian island of Sumatra. Sumatran tigers (Panthera tigris) are labeled as Critically Endangered on the Red List of IUCN in 2008 because its population was estimated about 441 to 679, with the sub-population of 50 members and this trend is still declining. They are predominantly solitary animals except for mating (Goodrich et al. 2015).

STATE THE HYPOTHESES (2 MARKS):

In the presence of food enrichment, the Sumatran tigers at Adelaide Zoo will exhibit less stereotypic behavior.

METHOD (A) DESCRIBE THE PARTICIPANTS (1 MARK):

Three Sumatran tigers are present at Adelaide Zoo, two females and one male, who are aged between 14-19 years. They are contained in spate containers due to their solitary nature (Adelaide Zoo, 2013).

METHOD (B) DESCRIBE THE STUDY DESIGN (2 MARKS):

The present study will utilize the observational research method which will include the baseline approach (ABA) in order to closely monitor tigers over the period of 30 days. The independent variable in the present study is feeding enrichment and the dependent behavior includes various behaviors.

METHOD (C) DESCRIBE THE MEASURES/MATERIALS NEEDED (5 MARKS):

In the present study, food-based enrichment will be used in which the strategy of hiding food around the enclosure of the animal will be followed. Furthermore, to ensure the safety of the individuals will be the basic priority of the researcher and no such measures will be used that might harm the animal physically or emotionally. The procedure will of the study will be described in the next section that will show that the study design is quite cost-effective and no excessive financial support will be required to conduct this study. The feeding resources will be covered within the normal feeding routine of the tigers.

METHOD (D) DESCRIBE THE PROCEDURE (2 MARKS):

Sumatran tigers (Panthera tigris), in the present study, will be observed during the opening hours for public i.e. 9:30 am–5:30 pm in order to avoid the effect of confounding variables. The observational time given to observe the sample will be equally divided between three tigers. In the first week, the observation will not implement feeding enrichment and will be focused on just observing natural behaviors of the Sumatran tigers. In the second week, feeding enrichment will be incorporated by hiding food around their enclosure in order to observe the tiger’s behavior. In the third week, feeding enrichment will be removed and behavior will be observed again. Provision of the identical situation for all three individuals is the aim of present study in order to obtain clear data between.

BRIEFLY DESCRIBE DATA ANALYSIS (2 MARKS):

While analyzing the behavior of Sumatran tigers, observations of the sample will be noted after every two minutes in order to cover the stereotypic behavior, if any and will be presented on the table. The data of the observed stereotypic behavior will be generated on bar-graph and t-test will be conducted in order to determine the behavioral change in tigers.

Biological and Learning Psychology References

Pitsko, L. E. (2003). Wild tigers in captivity: A study of the effects of the captive environment on tiger behavior (Doctoral dissertation, Virginia Polytechnic Institute, and State University).

Szokalski, M. S., Litchfield, C. A., & Foster, W. K. (2012a). Enrichment for captive tigers (Panthera tigris): Current knowledge and future directions. Applied Animal Behaviour Science, 139(1), 1-9.

Szokalski, M., Litchfield, C., and Foster, W. (2012b). Human-big cat interactions in captivity theses (Online from the University of South Australia).

Goodrich, J., Lynam, A., Miquelle, D., Wibisono, H., Kawanishi, K., Pattanavibool, A., … & Karanth, U. (2015). Panthera tigris. The IUCN Red List of Threatened Species 2015: e. T15955A50659951.

de Azevedo, C. S., Lima, M. F. F., Cipreste, C. F., Young, R. J., & Rodrigues, M. (2013). Using environmental enrichment to reduce the expression of abnormal behaviors in Greater Rhea Rhea americana at Belo Horizonte Zoo. International Zoo Yearbook, 47(1), 163-170.

(NOTE: SPELLING/GRAMMAR – 1 MARK; PARAPHRASING/CITATION & REFERENCING – 1 MARK)

Overall Grade and Comments

/20

Continuous and Reciprocal Processes of Change

Continuous and Reciprocal Processes of Change Order Instructions: The requirement for ongoing, continuous and reciprocal processes of change in the organization must be embraced as a core component of corporate philosophy, and therefore enshrined as a non-negotiable element of organizational culture.

When this ambition is realized, there will be a joint and individual commitment amongst stakeholders to a constant adjustment of their ways of doing things, in pursuit of an improved value proposition for the customer. This is achieved by a combination of effective communication and disciplined implementation and is therefore followed by the generation of quantifiable benefits for all stakeholders involved in the process.

In this essay, you have to reflect on this summary statement and to offer your own opinion on its validity, relevance, and feasibility in the context of your own employment environment. In short, to what extent can this theoretical view translate into effective action in the context of conditions experienced in the practical workplace?

To prepare this essay:

• Read the Required Learning Resources which sent by email.

• Reflect on the ideas presented in the Week 8 Key Concept Overview and the assigned journal articles in the light of your own practical experiences in the workplace.

• With reference to the summarised statement above, to what extent do you believe the propositions contained in this statement are important, valid, relevant and achievable in practice, given the real-world conditions that have been encountered in your own experience?

Continuous and Reciprocal Processes of Change Sample Answer

TO THE BACK FUTURE

Globalization and emergence of technology have driven firms to change their business process to keep up with the changing market and consumer needs. To maintain profitability and remain relevant, it is impeccable for managers to update the firm’s strategies. Successful implementation of the strategic process is only possible if stakeholders are aware of and committed to the change initiatives. Thus, the adaptation of a change-oriented organizational culture should be upheld by all firms to ensure that sustainability and growth prospects are assured.

Though resistance and challenges to the change process are unavoidable, application of strategic communication approaches can help implementers of change program to address issues and assure other stakeholders that the implementation is viable and the change is profitable (Collinson 2015). For instance, implementers should explain to employees the advantages of implementation of the change process such as the increase in market share. On the other hand, if the change is not implemented, the company can lose market share which can lead to a reduction in salaries and layoffs. As such, employees become actively involved and even give opinions on how the implementation process should be handled to ensure that is successful. Managers should be proactively involved before and after the implementation of the changes instead of the usual practices in the current workplaces whereby its only during planning and start of implementation that managers are involved then leave out the process to be handled by other stakeholders (Hind et al. 2013).

Traditionally, implementers of change have been the leading departments and not all stakeholders. To make change a continuous process, Patricia et al. suggest the involvement of human resources function in managing the change process by first improving the skillsets of the departmental staff. When one department is given the task of establishing change, it becomes easier for implementers to integrate all other functions, resources, and stakeholder of the firm. Having HRM department manage the change process, stakeholders will perceive the change as a chance to develop an organization which is essential in establishing a continuous change process. Thus, instituting an organizational culture of learning and development does not necessarily help in change implementation but continuously sustaining the change.

The reason that firms in current working establishments have failed to implement change is coming up with strategies that are not fruitful, no clarity on the implementation process, implementers failure to engage stakeholders in designing the strategies, implementers not going forward with the change process once it is initiated, and focusing on the change process such that other business processes end up collapsing (Martin and Diarmind 2011). If these issues are put into perspective before and after initiating the change process, firms can be successful in implementing changes thus motivating employees and other stakeholders advocate for new projects, processes, and systems. As a result, stakeholders change their traditional way of thinking and adapt the change processes to their day to day operations thus translating to a new organizational culture.

It is possible to establish an organizational culture that focuses on strategic change if all stakeholders are involved in the design and implementation of changes. When implementers clarify the changes and how they are going to affect each stakeholder and also address resistance and challenges attributable to the changes before commencing implementation, success is highly probable. In current working conditions, firms employ dictatorship form of leadership and assume that all stakeholders will adapt to changes without much explanation. Through the application of strategic communication approaches, the involvement of stakeholders, and assurance of change implementation, the continuous organizational change process is valid.

Continuous and Reciprocal Processes of Change References

Collinson, G, 2015, An Approach to Planning, Initiating, and Managing Change.

Hind, P., Smit, A. & Page, 2013, ‘Enabling sustainability through an action research process of organizational development,’ Journal of Corporate Citizenship, 49, pp.138-161.

Kingen, R. & Wilkerson, P, 2011,‘The seven deadly sins of strategic change,’ Global Business and Organizational Excellence, 30 (2), pp.44-52.

Martin, C., and Diamird, C, 2011, The seven deadly sins of strategy implementation.

Patricia, Arnold, and Nadine, 2013, Enabling Sustainability through an Action Research Process of Organizational Development, Ashridge Business School

Steenkamp, K., Botha, G. &Moloi, K.C, 2012, ‘Sustaining change in a learning organization,’ Africa Education Review, 9 (2), pp.380-394.

Implications for managers in the Essential Function

Implications for managers in the Essential Function Order Instructions:

Implications for managers

The essential function of 21st-century human resource management personnel is to work in partnership with the management and staff of the organisation to develop the collective employee capability to a point at which it is optimally equipped to meet future environmental demands. This objective requires the creation of a positive organisational culture that reflects a unitary perspective on the management-staff relationship within the firm, and in turn mandates a strategic approach to all change initiatives of any significance.

This essay requires you to reflect on the extent to which the management of your current employing firm, or an alternative firm with which you are familiar, is effective in progressing towards achievement of that status.

In short, how well does the organisational culture at that firm align with the demands of a unitary perspective on the workplace environment?

Please follow all these instructions:

• Read the Required Learning Resources which have been uploaded.

• Reflect on the ideas presented in the Week 7 Key Concept Overview and the assigned journal articles in the light of your own practical experiences in the workplace.( ALL THESE FILES HAVE BEEN UPLOADED)

• Recent changes in the business environment have not been accompanied by similar changes in human resource management processes.

• It is the HR department’s responsibility to correct this failing.

• This responsibility requires the HR department staff to develop a range of new skills that will support a unitary perspective on employment relationships.

• HR department staff needs to develop a broader understanding of the firm, its markets and its business model.

• The most effective response to those demands, for any firm, is to implement the principles of strategic human resource management (SHRM).

• The character of the individual firm, its markets and its business model will influence the applicability of a strategic HRM approach.

• Use those six propositions as the basis for an assessment of the organisational culture in place at your own employing firm, or another firm with which you are familiar. The post should include:

(1) an identification of areas in which the firm is especially effective,
(2) areas in which an improvement would be desirable and
(3) a brief comment on specific actions that the firm could take that would assist in improving its alignment with the six propositions above.

• All the references must be in the HARVARD STYLE only.

Implications for managers in the Essential Function Sample Answer

(1) An identification of areas in which the firm is especially effective,

The firm should be effective on the requirements for modern human resource department. In this case, the firm’s HR should constantly work to develop human ability. This is in line with related requirements to not just facilitate but also initiate change, which allows individuals to interpret their roles as organisational workers. Another area that the firm is effect is leadership, which is done through the adoption of strategic human resource management (SHRM). This has helped the firm to pursue a culture to take advantage of the gap in the market. This advantage also allows the firm to benefit from underutilised opportunities and in turn achieve competitive edge. The firm is also effect in the management of culture. In fact, culture management is a continuous process within the organisation, an important aspect in fulfilling clients’ demands and remains competitive (Naude, Dickie & Butler 2012).

Areas for improvement in Implications for managers in the Essential Function

Change presents important insights for HRM. Experts believe that competitiveness in technology-driven era is effectively accepted by implementing strategically concentrating on individuals working for the firm (Malik & Aminu 2011). Therefore, the organisation should improve some of its major processes including change the way of selecting and recruiting its workers; the procedure of inducting employees in the company; and acculturation. Additionally, the organisation should adjust to ensure there is a balance between technological as well as human solutions to issues of development.

(3) A brief comment on specific actions that the firm could take that would assist in improving its alignment with the six propositions above.

Based on research, improved alignment requires not just the integration of the role of change agents as a controlling factor that is embedded between a need for enhanced corporate performance and a resultant need for enhanced staff competence (Malik & Aminu, 2011). The HRM plays an integral role in facilitating corporate change on many fronts, hence the need for a proximal alignment with employee development to undertake these responsibilities. At that point, it becomes imperative that the HR in such a firm should be fully competent when it comes to employee-oriented competences that the HRM has always highlighted but also that there is need for creating high-level expertise in different areas that are interpreted as the general management competences (Naude, Dickie & Butler 2012).

To enhance the firm’s alignment appropriately, it is imperative to incorporate a set of skills and competences that demarcates the obligations of the HRM professional. This is to say that while acting a transformational agent, the HRM is expected to exhibit high levels of competences in both of those skill sets. When firms are restructured to underpin the development of a unitarist culture, important modifications with regards to the way people think, act and react is paramount if the expected culture is to be attained and continued. However, this would be the single most challenge that faces the 21^st century transformational facilitators, and this may also be a challenge that is usually designated to the HRM professionals that populate these particular firms (Marchington, Waddington & Timming 2011).

In a nutshell, the HR professional can only be effective change players if they have a deep comprehension of the business or industry of the firm they serve. Dobson, 2013) contends that critical areas of knowledge consist of applied understanding of how the firm integrates horizontally. Moreover, they should also understand business processes in terms of the firm’s strategy, how the firm makes money or attains its main purposes, its technological processes, corporate capabilities and so forth. In this respect, the HR professional have the obligation to enhance their information base in areas to do with finance, marketing, operations and general management (Long, Ismail & Amin 2013). The HR professional should also be able to manage corporate culture with the clientele focus; they have a significant effect on their firm’s fiscal performance. It is equally pertinent for the HR experts to deliver not just results but demonstrate a track record. So, relationship skills are necessary. In the end, to ensure effective change, human resource development is required to help employees enhance not just individual and corporate knowledge but skills and competences as well.

Implications for managers in the Essential Function Bibliography

Dobson, John R. “The theory and practice of people management: A critical review of the British experience.” Journal of Business Management 7 (2013): 152-164.

Long, C.S., Wan Ismail, W.K. and Amin, S.M., 2013. The role of change agent as mediator in the relationship between HR competencies and organizational performance. The International Journal of Human Resource Management, 24(10), pp.2019-2033.

Marchington, M., Waddington, J., & Timming, A. 2011. ‘Employment Relations in Britiain’, ch 2 in G. Bamber, R.D. Lansbury and N. Wailes, International and Comparative Employment Relations, 5^th Edition, London: Sage.

Malik, N. & Aminu, M. 2011.‘The role of human resources in new globalised world’, Interdisciplinary Journal of Contemporary Research in Business, 2 (11), pp.318-330.

Naude, M., Dickie, C. & Butler, B. 2012. ‘Global Economic Crisis: employee responses and practical implications for organizations’ Organizational Development Journal, 30 (4), pp.9-24.

Change Management;Making it work

Order Instructions:

Making it work

The material you have studied this week describes the conditions necessary for the successful implementation of a change management project. The material proposes that those conditions suggest the adoption of a broadly defined framework in preference to a detailed prescription. The key concept that emerges from this material can be usefully summarised in the following statement:

Although all change initiatives seek to move some aspect of attitude or behaviour, from where it is today to where it is necessary to be in the future, there is no single change management process that will be equally functional in every case. The idea of a change management prescription should therefore be replaced with that of a change leadership guideline, for that latter approach allows for the development of operational processes that best meet the demands of the change environment concerned.

This week’s Key Concept Exercise requires you to propose a framework for change that you could use to support a major change initiative at your current employing firm, or an alternative firm with which you are familiar. Your initial response should therefore be presented in the form of a broadly defined change leadership guideline rather than in the form of a staged change management prescription that identifies specific actions to be taken by a designated change manager or other change agent.

To prepare for this Key Concept Exercise:

• Read the Required Learning Resources for Week 6.

• Reflect on the ideas presented in the Week 6 Key Concept Overview and the assigned journal articles in the light of your own practical experiences in the workplace.

To complete this Key Concept Exercise:

By Day 3, in an approximately 550-word response, address the following issues/questions:

Critically analyse the key factors that will require specific attention during the implementation stages of a significant change initiative in your own organisation, or another organisation with which you are familiar. Your response should address the following requirements:

• Identify the critical success factors that will determine the effectiveness of a change process at the organisation you have chosen to review, and evaluate the extent to which the quality of performance in each factor will impact the effectiveness of the change initiative.

• For each of those factors, assess the extent to which the change initiative may experience resistance of some description, and identify the most likely symptoms of that resistance.

• Present an overview summary of the most appropriate strategy to be adopted in response to the potential sources of change resistance.

• Synthesise the responses to those questions into a graphical model of the change process framework that would be suitable for distribution to those organisational staff that are impacted by the proposed change.

SAMPLE ANSWER

Change Management

Introduction

Change management is indispensable for organisations that embrace growth and want to remain competitive when benchmarked against other players in their industry. Corporations that anticipate, appreciate and successfully plan and implement changes are guaranteed of reaping benefits in the specified areas. Some of the changes that are implemented by dynamic corporations include innovative technologies and information systems, effective business models, and expansion into new economies especially into new frontiers (Ceptureanu, 2016: 168). This change management paper will discuss change implementation at Geisinger Corporation. The healthcare based organisation specialises in the provision of insurance in the healthcare industry.

Critical Success Factors in Implementing Change

Alignment of Values and Culture with Change

Geisinger’s leaders ensure that the rhetoric they issue to the employees about required changes are matched to personal and professional involvement. When employees are faced with challenges in the organisation, they are expected to think about the solutions that they can integrate using the resources at hand. A culture change involves the integration of different business models so that both operations and the attitude of employees changes. The change leader has the responsibility of ensuring that the required systems and training needed for employees are conducted before implementing the required change successfully.

Engagement of stakeholders

The employees form the critical link in attaining change successfully. As the internal stakeholder, employees should be included in all the components of the change process, from formulation to implementation. The change leader should integrate communication in implementing the change process (Kash, Spaulding & Gamm, 2014: 74). The change leader should facilitate briefing on the benefits that the organisation and employees would gain from the change process. The change leader should make the employees feel valued and appreciated through communicating the importance of the changes being made in the corporation. The employees could even give their opinions on the best means of implementing the change since they are the ones on the ground. However, the leader is the final decision maker. The employees should also be trained on how to use the new system being implemented through the change process. Once the employees receive the necessary training, they would be confident in carrying out the required tasks ahead of them (Kash, Spaulding & Gamm, 2014: 72).

Resistance to change

The change leaders in the organisation should establish trust when implementing the required change. One of the major reasons why individuals resist change is due to the uncertainty of the resulting changes such as being fired. When employees are uncertain about a change that is being made, their morale and motivation might reduce, resulting in lowered productivity for the organisation (Salik, 2016: 1432). For most organisations, new systems being implemented contribute to a higher effectiveness and productivity which results in higher profitability.

Strategy for managing resistance

Therefore, the employees should be briefed about the benefits to be gained from implementing the changes in the corporation. If Geisinger Corporation wants to avoid change resistance from its employees, it should brief them about the proposed changes so that it is not done abruptly and they are caught unaware (Gamble, 2013: 1). The employees should be involved in the change management process so that they feel as if they are part of the required solution.

Framework model for change

Bringing stakeholders together

Setting platform for strategic change

Program activities clear rationale

Choosing and implementation of best practice fit for the organisation

References

Ceptureanu E, 2016, Implications of Managerial Reengineering on Change Management.

Review of International Comparative Management, 17 (2): 164-172. Full Text, EBSCOhost, viewed 15 September 2016.

Gamble M, 2013, 5 Things the Most Innovative Health Systems Do Differently. Viewed 15 September 2016 from http://www.beckershospitalreview.com/hospital-management-administration/5-things-the-most-innovative-health-systems-do-differently.html

Kash A B, Spaulding A & Gamm, L 2014, Success Factors for Strategic Change Initiatives: A Qualitative Study of Healthcare Administrators’ Perspectives. Journal of Healthcare Management. 59 (1): 65-83.

Salik J, 2016, Strategic Orientation in Change Management and Using it when Designing a Company’s Development. Management. 20 (1): 1429-9321. Full Text, EBSCOhost, viewed 15 September 2016.

Savolein T, 2013, Change Implementation in Intercultural Context: A Case Study of Creating Readiness to Change. Journal of Global Business Issues. 7 (2): 51-58.

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